【顶级期刊创业研究速递】ETP 2019年第3期文献中英文摘要
The Enigma of the Family Successor–Firm Performance Relationship: A Methodological Reflection and Reconciliation Attempt
家族继承者-企业绩效关系之谜：方法反思与协调尝试
作者：
Jan-Philipp Ahrens1 , Andrea Calabrò2 , Jolien Huybrechts3, and Michael Woywode1,4
1 Department of Business Studies, University of Mannheim, School of Business Studies and Economics, Mannheim, Germany
2 IPAG LAB, IPAG Business School, Nice, IPAG Family Business Institute (IFBI), France
3 School of Business and Economics, Department of Organization and Strategy, Maastricht University, Maastricht, The Netherlands
4 Centre of European Economic Research, Mannheim, Germany
摘要：
检验家族企业中CEO继任后企业绩效的实证研究文献主要表明了家族继任者的绩效较差。这一证据与一般理论文献不一致，这些文献证明了家族参与公司内部的积极影响。为了探索该谜团，本文从理论和实证上解析了CEO家族成员属性（即，首席执行官隶属于家族）与其他不同属性的CEO（例如，CEO相关的人力资本）对继任后公司绩效的影响。本文对个体CEO水平的分析表明，在分别控制之后，家族成员属性与继任后公司绩效显着正相关。
Empirical studies examining firm performance following CEO succession in family firms predominantly document inferior performance of family successors. This evidence is at odds with general theoretical literature that attests a positive effect of family involvement inside the firm. To explore this enigma, we theoretically and empirically disentangle the influence of the CEO attribute family member (i.e., the CEO is affiliated to the family) on post-succession firm performance, from other, distinct CEO attributes (e.g., CEO-related human capital). Our analysis on the individual CEO level shows that after respective controls, the family member attribute is significantly positively related to post-succession firm performance.
What’s Love Got to Do With It: Team Entrepreneurial Passion and Performance in New Venture Teams
爱与之有何关系：团队创业激情与新创企业团队绩效
作者：
Susana C. Santos1,2 and Melissa S. Cardon3
1 Rowan University, Rohrer College of Business, Glassboro, NJ, USA
2 Instituto Universitario de Lisboa (ISCTE-IUL), Business Research Unit (BRU-IUL), Lisboa, Portugal
3 University of Tennessee, Haslam College of Business, Knoxville, TN, USA
摘要：
本文综合了创业激情、共情和群体认同方面的文献来拓展团队创业激情（team entrepreneurial passion ,TEP）的模型。本文描绘了单焦点、完全与不完全多焦点团队创业激情三种类型，并且检验了每一种类型和聚焦的TEP与团队绩效的相关性。本文使用73家新创企业来检验假设。结果表明团队创业激情发生在样本中的61个中（23个单焦点，26个完全多焦点和12个不完全多焦点）。对于焦点，对于研发的团队创业激情与团队绩效正相关。关于类型，单焦点和完全多焦点团队创业激情对团队绩效最有利。
We integrate literatures on entrepreneurial passion, shared emotions, and group identities to extend a conceptual model of team entrepreneurial passion (TEP). We delineate mono-focal, complete, and incomplete poly-focal TEP, and examine how each type and focus of TEP is related to team performance. We test our hypotheses with 73 new venture teams. Results reveal that TEP occurs in 61 teams in our sample (23 mono-focal, 26 complete poly-focal, 12 incomplete poly-focal). In terms of focus, TEP for inventing and developing are positively related to team performance. Concerning type, mono-focal and complete poly-focal TEP are the most beneficial for team performance.
The Direct and Indirect Impact of Gender Diversity in New Venture Teams on Innovation Performance
新创企业团队中性别多样性对于创新绩效的直接与间接影响
作者：
Ye Dai1, Gukdo Byun2 , and Fangsheng Ding3
1 Department of Management, Southern Illinois University Carbondale, Carbondale, IL, USA
2 School of Business, Chungbuk National University, Seowon-gu, Cheongju, Chungbuk, South Korea
3 Department of Management, Zhejiang Ocean University, Changzhi Island, Dinghai District, Zhoushan, Zhejiang Province,P. R. China
摘要：
女性对于创业的兴趣和参与度与日俱增。关于这种增长有限而且不确定的研究发现使得刻画它对于新创企业创新绩效的影响变得困难。为了解决这个问题，本文的研究发现，新创企业团队的性别多样性得分之间- 这反映了女性的存在增加- 与新创企业的创新绩效呈现正相关。研究还发现了性别多样性对（a）新创企业团队的功能多样性与其创新绩效之间的关系以及（b）女性员工与创新绩效之间的关系的积极影响。
Women’s interest and participation in entrepreneurship is growing. The limited and inconclusive findings on such growth have made it difficult to characterize its influence on new venture innovation performance. In addressing this issue, our study found a positive relationship between the gender diversity scores of new venture teams—reflecting the increased presence of women—and the innovation performance of new ventures. It also found the positive influence of gender diversity on (a) the relationship between the functional diversity of a venture team and its innovation performance and (b) the relationship between female employee presence and innovation performance.
Small Business Orientation: A Construct Proposal
小企业导向：一个构念提纲
作者：
Rodney C. Runyan1,2 and Jeffrey G. Covin3
1 College of Health Sciences, Sam Houston State University, Huntsville, TX, USA
2 Lancaster University Management School, Lancaster University, Lancaster, UK
3 Kelley School of Business, Indiana University, Bloomington, IN, USA
摘要：
几十年前创业学和小企业管理学文献分流，前者随后则获得大量的学术关注。小企业管理导向（SBO）的概念尚未在文献中得到广泛和一致地使用。本文提供了一个旨在澄清小企业管理导向这一构念的概念框架，将小企业管理导向概念化为个体层面操作的企业规模和企业年龄相互独立的现象，并且反映了在管理者价值观下企业应该如何被管理的问题。本文讨论了基于价值的SBO推导，确定了这个多维度构念的要素，可能的后果，并提出了未来的研究方向。
Entrepreneurship and small business management literatures diverged decades ago, with the former receiving the bulk of subsequent scholarly attention. The concept of a small business orientation (SBO) has not been widely and consistently employed in the literature. We present a conceptual framework aimed at clarifying the construct of SBO, and conceptualize SBO as a firm size- and age-independent phenomenon operating at the individual level, and reflecting manager values about how the business ought to be conducted. We discuss the values-based derivation of SBO, identify elements of this multidimensional construct, its likely consequences, and propose future research directions.
Institutionalizing Women’s Enterprise Policy: A Legitimacy-Based Perspective
制度化女性企业政策：基于合法化视角
作者：
Norin Arshed 1 , Dominic Chalmers 2 , and Russell Matthews 2
1 School of Social Sciences, University of Dundee Business School, University of Dundee, Dundee, UK
2 University of Strathclyde, Strathclyde Business School, Hunter Centre for Entrepreneurship, Glasgow, UK
摘要：
尽管旨在增加女性所有的企业的数量和质量的努力，企业政策仅仅取得了一定的成功。本文通过研究个体利益相关者如何以及何时评估并影响女性企业政策的合法性来探讨合法性在这些结果中的作用。本文基于对英国企业政策生态系统中的参与者的45次访谈以及对政策过程的民族志研究。本文提出了两个相反的合法性过程的多层次模型：合法性修复循环和合法化循环。由此，本文我们为政策制度化提供了新的视角。
Despite efforts to increase the quantity and quality of women-owned businesses, enterprise policy has enjoyed only modest success. This article explores the role of legitimacy in these outcomes by examining how and when individual stakeholders evaluate and then influence the legitimacy of women’s enterprise policy. We draw on 45 interviews with actors in the UK enterprise policy ecosystem and an ethnographic study of the policy process. We present a multilevel model of two opposing legitimacy processes: a legitimacy repair loop and a delegitimizing loop. In doing so, we provide a novel perspective on policy institutionalizing.
Rest, Zest, and My Innovative Best: Sleep and Mood as Drivers of Entrepreneurs’ Innovative Behavior
休息、热情与最佳创新：睡眠与情绪作为创业者创新行为的驱动因素
作者：
Amanda J. Williamson1 , Martina Battisti2, Michael Leatherbee3 , and J. Jeffrey Gish4
1University of Sheffield, Sheffield, UK
2University of Portsmouth, Portsmouth, UK
3Pontificia Universidad Católica de Chile, Santiago, Chile
4University of Oregon, Eugene, OR, USA
摘要：
本文研究了创业者日常创新行为的前因变量。基于121位创业者10天经验抽样研究，获得2420个数据点，本文发现根据努力-恢复模型，睡眠质量是创业者随后创新行为的先兆。而且，睡眠质量与高激活积极情绪（例如，热情，受启发）正相关，并且与高激活负面情绪（例如，紧张，焦虑）负相关。本文的多层次结构化方程模型表明高激活情绪在睡眠质量与创新行为呈现正向调节效应。这些结果与管理创业绩效相关。
This study investigates the antecedents of an entrepreneur’s day-level innovative behavior. Drawing on 2,420 data points from a 10-day experience sampling study with 121 entrepreneurs, we find that sleep quality is a precursor to an entrepreneur’s subsequent innovative behavior, in accordance with the effort-recovery model. Moreover, sleep quality is positively related to high-activation positive moods (e.g., enthusiastic, inspired) and negatively related to high-activation negative moods (e.g., tension, anxiety). Our multilevel structural equation model indicates that high-activation positive moods mediate the relationship between sleep quality and innovative behavior on a given day. These results are relevant for managing entrepreneurial performance.
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作者：刘志阳，系上海财经大学商学院副院长、创业学院执行副院长、中国社会创业研究中心主任
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